Ten Behavioral and Organizational Barriers to Faculty and Staff Diversity

The following ten factors are critical approaches to remedying the underrepresentation of women and minority faculty and staff and creating more inclusive and diverse institutions.

1. Hiring: efforts to increase the structural representation of female and minority faculty and staff
2. Promotion and advancement: promoting opportunities for diverse talent to flourish
3. Failure to empower and include in decision making: supporting the ability of diverse members of the university community to attain the authority associated with their positions and be at the table for important decisions.
4. Lack of support: ensuring support for diverse talent in the supervisory relationship.
5. Differing expectations: overcoming differential treatment and double standards in the evaluation process and in performance expectations.
6. Stereotyping and organizational fit: overcoming deeply embedded cultural and social stereotypes and the perception that certain people “fit” the organizational culture.
7. Lack of mentoring and access to formal and informal networks: ensuring access to valuable information and creating viable networks and mentoring opportunities.
8. Isolation and soloing: providing an infrastructure of support so that individuals from nondominant groups receive mentoring, feedback, and support in their work environment.
9. Tokenism: attaining a critical mass of individuals from nondominant groups to ensure that a few isolated individuals are not marginalized.
10. The revolving door: promoting the retention and inclusion of diverse and talented faculty and staff.